Michigan Medicine improves the health of patients, populations, and communities through excellence in education, patient care, community service, research, and technology development, and through leadership activities in Michigan, nationally, and internationally.  Our mission is guided by our Strategic Principles and has three critical components: patient care, education, and research that together enhance our contribution to society.

The Director of Compensation Operations and Planning is a high-impact leadership role responsible for the strategic design, modeling, and long-term planning of faculty compensation and productivity within a premier Academic Medical Center (AMC). The Director will report to the Senior Director of Compensation, Compliance, and Analytics, under the leadership of the Vice Dean of Faculty and the medical school's Chief Operating Officer. In this role, the Director will serve as a primary architect for a $1 billion+ faculty payroll across 3,500+ faculty members, 110+ clinical specialties, and highly matrixed leadership to advance Michigan Medicine's (MM) tripartite mission. The Director will leverage innovative compensation and productivity models to optimize academic and clinical output while supporting the strategic expansion of clinical activity across the region and state. This role will oversee a highly complex portfolio and serve as a critical bridge between stakeholders across campus, UM Health, UMMS, the Department of Strategy, the Office of General Counsel, the UM Medical Group (UMMG), and regional partners, among others, to ensure MM remains a competitive market leader.

Strategic Leadership

• Compensation Strategy: Act as a primary thought partner to the Dean, UMMG leaders, and UMMS department leaders, among others, and a subject matter expert on compensation strategy. Apprise senior leaders on national trends and MM's comparison to national and regional peers, making recommendations for course adjustments as needed.
• Market Positioning: Leverage internal data and industry benchmarks (e.g., MGMA, AAMC) to develop a market-competitive compensation strategy that enables MM to attract and retain top-tier clinical and academic talent while staying aligned with our vision and values. Remain abreast of institutional strategy, risks, funds flow, and other high-impact issues.
• Regional Growth: Lead efforts to align AMC and regional compensation strategies, balancing MM's tripartite mission with the expansion of the statewide network.
• Stakeholder Engagement: Navigate a complex, matrixed organizational structure to build consensus among senior leaders on setting and assessing compensation plans. Represent the dean's office on MM and university committees and initiatives.
• Institutional Governance: Focused on long-term sustainability and risk mitigation, leading the UMMS Faculty Compensation Committee, serving as the institutional owner of compensation policies, overseeing all UMMS compensation plans and updates. In collaboration with the Dean, establish institutional communication and accountability mechanisms to promote transparency and consistency, and to increase faculty trust.
• Change Management: Effectively articulate the value and goals of consensus-driven initiatives and recommendations. Create accountability-based engagement strategies that allow for continuous feedback and agile course correction.
• Institutional Alignment: Integrate compensation and productivity into the enterprise strategy, physician workforce planning, and institutional mission balance.

Compensation Planning 

• Data-Driven Planning: Champion the effective utilization of national benchmark data and ensure that compensation strategies are rooted in sound economic principles and reasonable productivity expectations.
• Productivity Frameworks: Collaborate with deans, clinical enterprise leaders, and department chairs to design and implement incentive structures that strategically align with MM's long-term productivity goals and that catalyze success across the tripartite mission.
• Value-Based Design: Identify opportunities for quality and efficiency outcomes to be integrated into the overarching compensation strategy and into each department's compensation plan.
• Breaking Down Silos: Establish a practice of continuous improvement, partnering with key stakeholders across domains to develop compensation strategies rooted in fiscal sustainability, operational feasibility, and that can dynamically adapt to the changing healthcare market.
• Lifecycle Management: Oversee the full lifecycle of faculty compensation planning, ensuring all plans are comprehensive and remain aligned with best practices and institutional strategy.
• Practical Design: Develop compensation strategies that align with different career pathways, faculty lifecycles, academic promotion, and long-term institutional growth.
• Internal Consulting: Maintain comprehensive resources on faculty compensation and provide support and consultation to department and center leaders on all matters related to compensation strategy, administration, and the recruitment and retention of high-value faculty. Provide training for leaders on compensation philosophy and mechanics, and compliance requirements.
• Analysis and Reporting: Synthesize complex information into concise summaries, reports, and presentations for executives, governing boards, and committees. 

Strategic Risk Management

• Integrated Compliance: While focusing on innovation, adaptability, and competitiveness, ensure all compensation plans are fully compliant with the Stark Law, Anti-Kickback Statute (AKS), and EEOC standards. Stay abreast of updates and changes to all relevant laws and regulations, cascading important information as needed.
• Proactive Reviews: Oversee the administration of standardized fair market value reviews and commercial reasonableness assessments to safeguard the institution's strategic interests.

Team Leadership & Operational Excellence

• Oversee the faculty compensation team, focusing on fostering a culture of learning, collaboration, and continuous improvement.
• Drive operational and administrative efficiencies by leveraging data and automation.

• Bachelor's degree in law, business, or healthcare administration, finance, or a related field.
• 10+ years of progressive leadership within, or supporting, a large Academic Medical Center or health system.
• Demonstrated ability to counsel senior leaders in a matrixed environment and to oversee institutional change management.
• Expertise in effectively communicating across a decentralized organizational structure and with leaders at all levels.
• Deep knowledge of healthcare-specific regulations (Stark, AKS) as they relate to the strategic design and management of provider compensation.
• Familiarity with physician compensation administration and national benchmarks (AAMC, MGMA, AMGA, etc.).

• Master's degree in law, business, or healthcare administration, finance, or a related field.
• Significant experience presenting to and advising senior leadership on institutional strategy.
• Expertise in the development of productivity-based models and value-based care incentives.
• Prior experience specifically within a Faculty Practice Plan or Medical School environment.

Monday through Friday 9:00 AM to 5:00 PM

• Thrive in working in a fast-paced environment
• Maintain a high level of focus and energy
• Understand the value in creating and fostering a strong team
• Support every member of the team fully and put the team's needs first
• Enjoy presenting information to diverse groups 
• Feel comfortable offering support and expressing ideas to leadership individuals
• Enthusiastically provide high-quality customer service, and are proactive and nimble in finding solutions

Michigan Medicine conducts background screening and pre-employment drug testing on job candidates upon acceptance of a contingent job offer and may use a third-party administrator to conduct background screenings.  Background screenings are performed in compliance with the Fair Credit Report Act.

Job openings are posted for a minimum of seven calendar days. This job may be removed from posting boards and filled anytime after the minimum posting period has ended.

The University of Michigan is an equal employment opportunity employer.